In each blank, try to type in the
word that is missing. If you've
typed in the correct word, the
blank will turn green.
If your not sure what answer should be entered, press the space bar and the next missing letter will be displayed. When you are all done, you should look back over all your answers and review the ones in red. These ones in red are the ones which you needed help on. Question: Equal Employment Answer: The treatment of individuals in all aspects of employment—hiring, promotion, training, etc.—in a fair and manner Question: Environment- ConcernsAnswer: -Fairness issues
-Economic disparity
-Changing values
-Interest group agendas
-Political party mandates
-Loop-holes in current legislation Question: Legal - LawsAnswer: -Passed by congress
-Passed by state legislature
-Presidential executive orders
*changes go state court system or federal court system Question: Legal Environment- Answer: -Federal
-State agencies
-Independent commissions Question: Legal Environment- ActionAnswer: -Rulings
-Written regulations
-Complaint -Technical assistance
-Lawsuits Question: Legal Environment- ResponsesAnswer: -Planning compliance strategies
-Formulating appropriate HR policies
-Briefing and employees and managers
-Defending lawsuits
-Working with government agencies lobbying for policy changes Question: Purpose of Answer: -aimed at solving critical national issues, such as employment inequalities
-constituents are not business , but political and social groups wanting to redress past social inequalities Question: Pay Act of 1963Answer: -Equal pay for equal work standard
-established affirmative defenses
+merit
+seniority
+quantity/quality
+any other than sex Question: Civil Rights Act (Title VII) Answer: Discrimination prohibited for 5 protected classes: race, color, religion, national origin, and **not covered by Title VII: private clubs, religions organizations, places related to Indian reservations. Question: Bona Fide Qualification (BFOQ)Answer: Company admits illegal but maintains it was necessary to the operation of the business
**e.g. Hooters Question: NecessityAnswer: Work-related practice that is necessary to the safe and efficient of an organization. Question: OrientationAnswer: No federal laws bar discrimination based on one's sexual orientation.
Court cases have consistently held that orientation is not a valid defense against discrimination. Question: Age Discrimination in Act of 1967Answer: Prohibits discrimination with regard to age, required benefit coverage for older workers, protects workers age 40-65.
**1978: raise mandatory retirement age to 70
***1986 no upper age limit Question: Executive 11246Answer: Prohibits discrimination by federal agencies and contractors on the basis of race, color, religion, national origin, (gender added later).
Affirmative action established for government contractors. created. Question: Discrimination Act (Amendment to CRA 1964)Answer: Prohibits sex-plus discrimination, solidified the of "sex" in the protected classes of CRA Title VII.
Requires pregnancy to be treated like any other disability. Question: Americans with ActAnswer: Prohibited discrimination against qualified individuals.
Required removal of barriers.. reasonable accommodation.
Excluded illegal drugs,
Question: DisabilityAnswer: 1. a physical or mental impairment that substantially limits one or more of the major life activites.
2. a record of such impairment
3. being as having such an impairment.
*personality disorders are covered
**kleptomania,pyromania,substance a Question: NOT a Answer: -adjustment disorders
-stress
-poor eyesight, high pressure (can be treated
- Question: Civil Rights Act of Answer: Burden of (that discrimination did not occur) returned to employer. Punitive damages allowed for intentional discrimination. Question: Uniformed Employment and Reemployment Rights ActAnswer: Protects against discrimination on the basis of military obligation in hiring, job retention, and advancement. Also must make efforts to retrain as needed. Question: State of North Answer: Private employers may not make decisions based on: Age, AIDS/HIV, any type of genetic testing or information,
Service in the U.S. military or NC National Guard, Lawful use of any product when not at work (e.g., alcohol, tobacco)
Question: Uniform Guidelines on Selection ProceduresAnswer: A procedural document published in the Federal Register to assist employers in with federal regulations against discriminatory actions. Question: Answer: Proof of validity is established through validation studies that show the job or lack thereof for the selection instrument under study. Question: facie case
Answer: Denotes evidence that – unless rebutted – would be sufficient to a particular proposition or fact Question: Disparate Answer: Employer treats an /employee differently because of his/her protected class status (i.e., different standards for different people) Question: impact
Answer: Employer applies the same standard to all applicants/employees, but the affects one group more negatively Question: Four-fifths Answer: Hiring rate of protected class is less than 4/5 of the rate of the majority group Question: Rebuttal to Illegal Discrimination Answer: -job -BFOQ
-Seniority system
-business necessity Question: Job Answer: Company must show that its are related to employee performance. Question: Bona Fide Qualification (BFOQ)Answer: Company admits illegal but maintains it was necessary to the operation of the business Question: Bona fide systemAnswer: Employment practices that result in unfair discrimination are permitted if the actions are part of a bona fide seniority system
e.g last , first fired stands in court. Question: necessityAnswer: Employment practices resulting in unfair discrimination are permitted if the actions are essential to and safe operation of the company Question: Sexual Harassment (under VII)Answer: Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the environment Question: Quid Pro Quo Answer: when “submission to or rejection of sexual conduct is used as a basis for employment decisions.”
Involves a tangible or economic consequence, such as a demotion or loss of pay. Question: Hostile Answer: when unwelcome sexual conduct “has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.” Question: Oncale v Sundowner Offshore (1998)Answer: Same-sex harassment (male-to-male, female-to-female) is covered under Title VII. Question: health benefits to same-sex Answer: Of the nation’s top 500 companies, 70 percent now offer health benefits to same-sex . Question: University of at Davis Medical School v. Bakke (1978)Answer: School could not set aside seats for minorities; consideration of race in admissions must be narrowly tailored to a compelling interest in diversity Question: v. Bollinger (2003)Answer: Diversity of student body is compelling interest, and UMich Law School policy is narrowly tailored to meet that interest Question: v. Bollinger (2003)Answer: Diversity of student body is a compelling interest, but the University of undergraduate admissions policy was not narrowly tailored to meet that interest Question: United of America v. Weber (1979): Answer: Court supported company’s voluntary affirmative action training for minorities. Question: Firefighter 1784 v. Stotts (1984) & Wyant v. Jackson Board of Education (1986):
Answer: Affirmative may not take precedence over a seniority system
Question: Johnson v. Santa Clara County Transportation (1987): Answer: Preferential treatment based on AA goals permitted if non-minorities protected. |
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